Global Presence

Platform Available 24/7

The Cleaver Test

Share with:

Cleaver’s test is a behavioral tool that can be applied by the same subject. This test is a single-selection and is used to understand workers and employees. Is one many variants of the Disc Test. If you are looking for a DISC test to apply online, we recommend this one: DISC test online.

The test is very similar to personality tests, the difference is that it evaluates how employees act rather than how they think.

Consequently, it helps to identify the best candidate for a specific position. It measures the degree of compatibility with the job. That is the relationship between the behavior required by the position and the behavior exhibited by the applicant.

The Cleaver test is of great importance for Human Talent Development management, especially for the personnel selection process, when the description of what is sought for a specific vacancy is available. The test is based on the DISC theory (Dominance, Influence, Steadiness, and Conscientiousness).

DISC theory

DISC theory was developed by Dr. William Moulton Marston at Harvard University. It is a way to identify predictable actions and behavior.

DISC is an acronym made up of the 4 personality styles that make up this behavior model

  • Factor D – Dominance
  • Factor I – influence
  • Factor S – Steadiness
  • Factor C – Conscientiousness

The DISC test measures how an individual responds to problems and challenges and whether his or her concern is more with the results than with how to achieve them.

Factor D – Dominance

In this behavioral profile, more emphasis is placed on how results are achieved than on the results themselves.

The factor I – influence

It measures the relationship of the individual with the rest of the people and the level at which he can influence them. It is possible to know if an individual is extroverted, communicative, assertive or optimistic, or assertive at work, and to what extent.

S-Factor – Steadiness

The S factor analyzes and evaluates the individual’s response to changes in their environment and the rate at which they do so. It is possible to determine if the individual knows how to attend and listen adequately. Also, it is possible to determine the ability to work well under a lot of pressure or stressors.

Factor C – Conscientiousness

It measures the level at which an individual responds to established procedures and rules. It is possible to determine if the individual is detailed, persevering, or analytical.

What does the Cleaver test measure?

It describes the behavior from the dimension of Dominance, Influence, Constancy, and Attachment, resulting in a deep description of the position, the required skills, and the behavior of the applicant from the aforementioned dimensions.

Dominance is related to the drive to achieve results in opposite circumstances. While Influence is associated with the level of persuasion exerted on individuals to act favorably and positively.

On the other hand, Constancy is related to submission in the execution of the work consistently and predictably.

Finally, Attachment is related to obeying patterns and rigorous standards, avoiding risks and problems.

Utility of the Cleaver test

The Cleaver test is very useful in identifying the right person for the position they hold, based on their behavior.

Likewise, it can serve as support for the decision-making process at the time of a job interview, formulating specific questions in order to explore the behavior of the staff and their suitability for a certain role.

It is also useful when an internal change of personnel is required and to identify who is qualified to be part of a team when it is required.

The Cleaver test discovers the strengths and opportunities that are unique to each person so that the result can be shared with others and they can discover how to interact with their environment and improve relationships.

By taking this test it is possible to determine how much potential you have for leadership, your sense of responsibility, your predictable reaction to pressure and stress. Likewise, your self-control, what activities and tasks you prefer and which you don’t, your tendency to persuasion, adherence to the rules, and many other things.

Cleaver Test Application Areas

Among the different applications of the Cleaver test, the following stand out:

Personnel selection

This is the first area of ​​use since through it the ability of future employees and their behavior at work and in the work environment can be determined.

Promotions and transfers

This test is not only useful for new hires but also to study the capabilities of current employees and make the right decision regarding promotions and transfers within the company.

Implementation of specific incentive programs

The Cleaver test is also used for the study of employees to create programs that promote the capacity and spirit of work.

Organizational approach

It can also be used to develop a long-term plan for the organization, in order to advance organizational plans.

Fine-tune professional development programs

The applications of these tests also help to determine the professional deficiencies of the employees and can be used to improve and develop their careers.

Validity and reliability of the Cleaver Test

In psychological tests, reliability is a determining indicator of the level at which the repeated application of the instrument, under the same circumstances, and to the same individual, generates identical results. It is the trust that is granted to the data.

While validity is related to the degree to which the instrument measures what is aspired to or intended to be measured and the effectiveness with which it is done.

Different studies and investigations have determined that the Cleaver test has high validity and reliability when applied properly.

We can conclude by saying that the Cleaver test helps organizations to improve communication, Human Talent management, Recruitment, Selection, and Hiring processes. Likewise, it can increase productivity, stimulate teamwork and detect training needs. If you are interested in using a DISC test or other psychometric tests, click here.